Skip to content The national transposition of Directive 96/71/EC, as amended by Directive (EU) 2018/957, and Directive 2014/67/EU regulates the posting of workers to Denmark. The Consolidation Act no. 681 of 3 July 2026, which replaces the previous consolidated legislation, sets the rules for posting workers in the framework of service provision as follows.
For a complete overview of all EU Directives on the matter, take a look at our guide on EU Posted Workers Directives.
Prior obligations when posting workers to Denmark
To notify a service provision, it is necessary to submit a posting declaration on the Registret for Udenlandske Tjenesteydere website, unless an exemption applies. The posting company must provide all the required information. Specifically:
- Posting company data,
- Type of service provided in Denmark,
- Contact person and CVR of the receiving entity,
- Workers involved and who will act as contact person;
- Workplace and service provision duration.
The Register of Foreign Service Providers (RUT) allows you to notify a posting if it deals with:
- A posting for a service provision to a receiving Danish company
- An intra-group posting to an establishment or affiliated company in Denmark
- A posting managed by a temporary agency
- A service carried out under a subcontracting arrangement.
It is important that the foreign posting company is actually established and carries out substantial activities in the country of origin.
The RUT notification obligation is not limited to activities concerning building, agriculture, forestry, horticulture, gardening, and cleaning. For these activities, the foreign company must also provide its client with proof of RUT registration.
On the other hand, some exceptions apply in specific circumstances. For the technical installation exemption, the following conditions must all be met:
- the service lasts no more than eight days,
- it is connected with the supply of a technical plant or installation, and
- it is performed by a specialised or qualified worker or self-employed person carrying out the relevant technical tasks.
Self-employed persons without employees must register in RUT only when their services fall within the specified construction or machinery and equipment installation/repair sectors.
Working and salary conditions in Denmark
Once a worker is posted to Denmark, s/he has the rights guaranteed to posted workers under applicable Danish legislation, including rules on occupational health and safety, equal treatment, working time and holidays.
Collective bargaining agreements, where applicable, establish the remuneration and the working hours, subject to mandatory legal requirements.
In Denmark, the standard working week is commonly agreed at 37 hours. As a general rule, working time must not exceed an average of 48 hours per week, including overtime, subject to the applicable reference period and permitted derogations. Holidays and their remuneration are established by the Danish Holiday Act.
For postings exceeding 12 months, additional Danish employment conditions apply. This period can be extended to 18 months through a motivated notification.
Is there minimum wage in Denmark?
There is no general statutory minimum wage in Denmark; nevertheless, remuneration is primarily determined by collective bargaining agreements or individual agreements.
Drafting and storage of the posting documents
The posting employer sends the prior declaration of posting – via the site of the RUT – at the latest before the service provision in Denmark begins. S/he can fill the form in English, German, Poland or Danish. Changes must be notified no later than the first business day following the change.
The receipt received following notification is sufficient to document RUT registration. During the period of the posting, the workers always need to keep a copy of the receipt and to show it to the Danish employer. The receipt does not replace other documents required under the applicable employment, immigration or social security rules.
Since 1 January 2026, foreign companies subject to RUT notification that employ third-country nationals in connection with the service must also upload copies of the service agreement, employment contracts and the relevant residence and work permits.
The role of the contact person is crucial. The contact person must be one of the people working in Denmark in connection with the service and may be a posted worker. If the contact person leaves Denmark, a replacement must be appointed and registered in RUT.
Non-EU citizen workers to Denmark
The Directive 2011/98/EU concerning a single application procedure for a single permit for non-EU citizens to reside and work in the territory of a Member State did not bind Denmark because of its opt-out. In Denmark, residency and working conditions are subject to the rules of the Danish Foreigners’ Act.
Third-country nationals holding a valid Schengen visa may enter and stay in Denmark subject to the applicable entry conditions. However, their stay cannot last more than 90 days in a 180-day period. During the 90-day stay, the number of days the foreign worker has spent in another Schengen State is deducted from the calculation.
If the secondment lasts more than 3 months, residence registration requirements must be checked, alongside with CPR registration. For EU/EEA/Swiss citizens, CPR registration is generally possible for an intended stay exceeding three consecutive months and becomes mandatory after six months, subject to the applicable conditions. It is the civil registration number used by residents in Denmark. It is used for many administrative purposes, including healthcare and tax matters. A personal tax number may also be required for workers who are not registered as residents.
Social security in Denmark
According to the European Regulation 883/2004, posted workers to Denmark may continue to be covered by the social security of the Member State where his employer is based.
The posting company must apply to the competent social institution for the issue of an A1 Certificate.
It could have a maximum duration of 24 months. Furthermore, the worker must hold the A1 Certificate during his posting to Denmark.
Penalties in case of non-compliance with Danish obligations when posting workers
In case of failure to send the prior declaration of posting, the foreign company can be subject to a fine from the Danish Working Environment Authority (WEA), or the case may be referred to the police.
The standard fine for failure to register is 10,000 DKK (approx. €1,344), rising to 20,000 DKK (approx. €2,688) when the non-compliance is repeated. Late notifications and incorrect or incomplete information may also result in fines.